Talent Global LLC’s Post

If you are looking for good hires, BE SURE: 🌱 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐏𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐒𝐡𝐨𝐮𝐥𝐝 𝐓𝐨𝐩 𝐘𝐨𝐮𝐫 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐂𝐫𝐢𝐭𝐞𝐫𝐢𝐚 🌱 Hiring isn’t just about finding someone with the right skills—it’s about finding someone who’s ready to grow with your business and take ownership of their role. Here’s why emphasizing a candidate’s development potential and ownership mindset leads to high-impact hires: 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐌𝐢𝐧𝐝𝐬𝐞𝐭 𝐌𝐚𝐭𝐭𝐞𝐫𝐬 Candidates with a genuine thirst for learning bring more to the table over time. Ask about the latest skills they’ve acquired or challenges they’ve tackled. Their ability to continually adapt and grow adds value beyond their initial role. 𝐎𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩 𝐌𝐢𝐧𝐝𝐬𝐞𝐭 𝐃𝐫𝐢𝐯𝐞𝐬 𝐈𝐦𝐩𝐚𝐜𝐭 Look for candidates who treat their work like it’s their own business. An ownership mindset means they go above and beyond, taking full responsibility for outcomes. These individuals are proactive, resilient, and committed to making a difference. 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐆𝐨𝐚𝐥𝐬 𝐒𝐢𝐠𝐧𝐚𝐥 𝐃𝐫𝐢𝐯𝐞 Candidates who actively set and pursue their own professional goals demonstrate a self-driven attitude. They’re often the ones who’ll exceed expectations and help your business stay ahead, even as needs evolve. 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 Those with a high growth potential and ownership mindset tend to outperform in the long run. Their proactive development keeps them—and your organization—at the forefront of industry trends, skills, and innovation. By prioritizing development potential and an ownership mindset, you’re not just hiring for today—you’re investing in tomorrow’s leaders. 🌟 #Recruitment #Hiring #ProfessionalGrowth #DevelopmentPotential #OwnershipMindset #TalentManagement #AI #LLM #startups #RemoteHiring #RemoteTeam

#Hiring is one of the most important tasks in a start-up. The right addition to the team, especially in key positions, can have a significant impact. Often, these decisions are hard and leave us feeling uncertain and confused. Some of the aspects to remember while hiring for key positions: #seniorhiring 1. #Speed is not the mantra while making a critical hire. I would rather be slow and deliberate. And, always be actively searching for top talent. 2. New hires are not just a good resume. But, someone with an operating style that will elevate your current team and a genuine personality with a value system that matches. Finding a fit takes effort and careful evaluation through multiple conversations and assessments. 3. It is tempting to see a senior #hire as an answer to your company's challenges and #growth. This is very unlikely to come true as no one other than the founder has the complete context to find the solutions. New hires could contribute fresh perspectives and co-create solutions alongside the team. While they bring valuable skills, they need time to adapt to the ways of doing things and adopt the company. As a founder, mentor and guide them to become an integral part of the company's core. #belongingness #context. 4. Senior hires should understand that their success lies in actively learning, listening, and building trust with the existing team. This deepens their understanding of the company to drive the future direction. This is often underestimated and leads to damage. #respect #Organization building is a continuous task to build a future-ready #company. Make senior hires at the right time, and invest in purposeful alignment and integration with one teammate at a time. #organizationbuilder #management #startups #seniorhiring #leadership #leadershipdevelopment #founders

I'm definitely not on the fence with this one. Industry experience vs role experience. Which do you prioritise when hiring? Is one really better than the other? I can see there may be some industries and certain roles where experience specific to that industry would be valuable. 𝗕𝘂𝘁 𝗜 𝗱𝗼𝗻’𝘁 𝘀𝗶𝘁 𝗼𝗻 𝘁𝗵𝗮𝘁 𝘀𝗶𝗱𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗳𝗲𝗻𝗰𝗲. I’ve moved industries and countries many times. I've love learning about new markets, industries and verticals. And, I’ve always hired people with a specific set of skills and competencies. A new hire can learn about the industry. It is quicker to learn the industry than to get up to speed on a skill or role. I've watched experienced customer success managers start speaking to customers in their first week. They don't know the product well yet, they don't know the industry well yet. But, they know how to deal with customers and move them forward. I'll prioritise skills over industry every time. So, what’s the play here? #management #hiring #startups #management

What if I told you that hiring isn't about filling a position, but investing in your company's future? It’s time to rethink our approach towards hiring. Rather than focusing on immediate needs, we should consider long-term impacts. Here are three emerging trends in the field: • Skills over credentials - More and more companies are prioritizing skills and potential over formal qualifications. • Emphasis on soft skills - Emotional intelligence, adaptability, and problem-solving abilities have become just as important, if not more so, than technical prowess. • Culture fit - A candidate who aligns with your company culture is likely to be more productive and stay longer. The right hire can be an asset beyond their role; they can bring new perspectives to your business strategy or even foster a positive work culture. Hiring should never be about finding someone who can do the job today. It’s about finding someone who will continue to grow with us tomorrow. #Startups

Is your company killing innovation? As a former Recruiter, I have seen this happen in many organizations. If you’re hiring for new roles but not finding the perfect fit, your company might be killing innovation. If you want to hire smart, entrepreneurial talent then remember entrepreneurial minds crave freedom & ownership. Empower them to: > Take calculated risks and learn from failures (it's part of the journey!). > Explore new avenues and experiment with fresh ideas. > Ditch the hierarchy! People managers should be coaches, not dictators. Encourage your team to: > Think big picture, not just task lists. > Own projects from start to finish (think a developer consulting on wider outcomes, not just sprint goals). > This fosters engagement and attracts those who want to build, not follow. What else would you add to the list? Let me know in the comments! #talenthiring #talent #hiring #hrtips #HR #humanresource

"I cannot seem to find the right person for the job." Any startup founder will tell you that this is the number one problem they are facing. There is this ongoing irony of people stating that there are no jobs while on the other hand, the businesses struggle to find appropriate talent. Truth is, that there are two basic traits someone must have for a job to click: 1) Willingness (also called dedication or involvement) and 2) Competence (also called capability or skills). Often one of the two is missing, and hence the irony. When both are present, this is when it's an investible hire - if a company spends on training such a hire, they can get results. Retaining such hires is not easy, because there are multiple seekers. To deal with this, businesses can either deploy retention schemes, or they can accept the inevitable and create succession planning. If they are really smart, they can do both. Retention depends more on psychological factors than on monetary. The right hire will think about how they are feeling, does it lead to their personal growth (does it involve a challenge) and are their efforts rewarded. This is why milestone-based ESOPs work like a charm. The clear feeling of being a stakeholder, the challenge of hitting the target and the reward of a higher stake on the achievement of the milestone hits all three notes. If implemented properly, this can revamp the manner in which people work. Instead of the traditional time-based vesting, in this case, the vesting is based on milestone achievement. How to structure milestone-based ESOPs? Well, that's a discussion for another day. #ESOPs #employeeretention

🚀 Hiring managers, we need to talk... about transferrable skills 🚀 Have you ever passed on a candidate because they didn’t check every single box on the job description? Let me guess, you're looking for someone with 15 years of experience in a technology invented last week? 😉 But seriously, if you're only looking at direct experience, you might be missing out on some game-changing talent. Transferable skills like creativity, leadership, and adaptability? 🔥 Those are the real MVPs of the workplace! 📊 Pro tip: Candidates who can pivot and grow with the demands of the market are often more valuable than someone with a narrow set of past experiences. By focusing too much on "perfect fit" experience, you're actually limiting diversity and creativity within your team (and missing out on innovation!). The solution? Start hiring for potential. Look for critical thinking, collaboration, and those soft skills that will help future-proof your business. 🌟 The "perfect" candidate isn't the one who checks every box — it’s the one who checks the right ones. Let’s rethink how we evaluate talent and invest in the leaders of tomorrow! 💡 #HiringForPotential #TransferableSkills #FutureOfWork #HiringManagersUnite #Innovation

Last week I had to take a tough decision I realized - Sometimes it’s difficult to be both kind and a practical businessman It was the first time I had to ask a team member to resign due to performance issues. The issue was that he was putting very good efforts but the desired output was not there. The human side of me - wanted to keep the person The business side of me - was done with the person The whole conversation within my mind was quite intense. But I realized that the situation might have been avoided with more rigorous screening during the hiring process. However, startup involves unique challenges: 📍 Small companies often struggle to attract individuals seeking stability, making tough decisions necessary for business alignment. 📍 Startups face resource constraints, lacking processes and bandwidth for thorough candidate screening. To address these challenges proactively: 📍 Upskilling and training should be a priority. 📍 Improve interview processes so you can find people who fit well with what your company needs. 📍 Conduct regular performance evaluations, provide timely feedback, and maintain transparent communication. A balance between compassion and practicality is crucial for startups to grow and expand! . . #teambuilding #hiring

Playing it safe in hiring might seem secure, but it won’t give your startup the edge it needs to thrive. Bold ideas require bold hires - the ones who think differently, challenge norms, and drive real change. At CareerXperts Consulting , we go beyond conventional recruitment to bring you talent that stands out. We specialize in identifying disruptive thinkers and innovators who can propel your business forward. Safe hires maintain; bold hires transform. Why CareerXperts? ► Find game-changers ready to make a difference. ► Fuel your startup’s growth with fresh perspectives and innovation. ► Go beyond safe bets and embrace a bold hiring strategy. Ready to make waves in your industry? Dare to hire boldly. Talk to us at info@careerxperts.com or visit www.careerxperts.com today. #BoldHiring #InnovationThroughPeople #DisruptiveTalent #CareerXperts #StartupGrowth #Careers #Career #Jobs #Hiring

🌟 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝘃𝘀. 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹: 𝗪𝗵𝗮𝘁 𝗦𝗵𝗼𝘂𝗹𝗱 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲? 🌟 In the dynamic world of hiring, the debate between valuing experience over potential (or vice versa) is ever-present. As companies evolve, so do their workforce needs. Here's why both aspects matter and how to strike the right balance: 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: 𝗧𝗵𝗲 𝗣𝗿𝗼𝘃𝗲𝗻 𝗧𝗿𝗮𝗰𝗸 𝗥𝗲𝗰𝗼𝗿𝗱 🏆 Immediate Impact: Experienced professionals bring a wealth of knowledge and can hit the ground running. Industry Insights: They offer valuable insights and understand the nuances of the industry. Leadership and Mentorship: Often, seasoned employees can mentor newer team members, fostering growth within the company. 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹: 𝗧𝗵𝗲 𝗣𝗿𝗼𝗺𝗶𝘀𝗲 𝗼𝗳 𝗚𝗿𝗼𝘄𝘁𝗵 🚀 Innovation: Fresh perspectives can lead to innovative solutions and out-of-the-box thinking. Adaptability: Employees with high potential are often quick learners and can adapt to new technologies and methodologies. Long-term Investment: Nurturing potential can yield significant returns as these employees grow and evolve with the company. 𝗙𝗶𝗻𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗕𝗮𝗹𝗮𝗻𝗰𝗲 Role Requirements: Determine the specific needs of the role. For strategic, high-stakes positions, experience might be crucial. For roles requiring creativity and fresh ideas, potential could be more valuable. Team Composition: A diverse team with a mix of experienced professionals and high-potential individuals can drive both stability and innovation. Growth Opportunities: Consider the growth opportunities within your organization. Are there pathways for less experienced employees to develop their skills? In conclusion, there is no one-size-fits-all answer. By understanding the unique needs of your organization and the specific role, you can make informed decisions that blend both experience and potential, paving the way for a thriving, dynamic workforce. 𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝘄𝗵𝗲𝗻 𝗵𝗶𝗿𝗶𝗻𝗴? 𝗦𝗵𝗮𝗿𝗲 𝘆𝗼𝘂𝗿 𝘁𝗵𝗼𝘂𝗴𝗵𝘁𝘀! 👇 #𝗛𝗶𝗿𝗶𝗻𝗴 #𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 #𝗧𝗮𝗹𝗲𝗻𝘁𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻 #𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗩𝘀𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 #𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁